Friday, December 27, 2019

David Humes Philosophy - 897 Words

One would think that the human thought and ideas are some things that have no boundaries containing them, and no limitations stopping them. David Hume’s philosophy has essentially argued the exact opposite of what most humans believe about their own thoughts and ideas. Hume makes a distinction between impressions and ideas, where impressions are lively and vivid, while ideas are from memory making them less lively and vivid. David Hume’s argument is that we have no innate ideas rather our ideas come from us reflecting upon our impressions, while Hume does bring up one objection I think that his objection can be argued against, thus making Hume’s argument more plausible. Hume characterizes impressions as our lively perceptions, he says that these perceptions are what we feel, see, hear, taste, smell or even emotions like love, and hate. Our ideas are only our reflection on these impressions, meaning they are less lively and vivid. â€Å"A man in a fit of anger, i s actuated in a very different manner from one who only thinks of that emotion.†(p.10) This follows Hume’s argument because while the man who is in the fit of anger is feeling that emotion at that point, the person looking on can only compare the feeling of anger that the other person is feeling to a time that they felt anger. The person looking on is only reflecting on the feeling of anger that they have felt before, they are not actually feeling or experiencing any anger like the other person. Hume claims that whenShow MoreRelatedThis semester we have been studying various philosophers, and from those philosophers only one has1000 Words   |  4 Pagessemester we have been studying various philosophers, and from those philosophers only one has been able to get ethics right and that would be David Hume. David Hume presents a very compelling argument to previous philosophers like St. Thomas Aquinas and St. Augustine who tie their ethics to God, and in which Hume says we don’t need God to be ethical. David Hume goes on arguing that all humans have emotions and since we have emotions we should act on them instead of suppressing them. Another argumentRead MoreDavid Hume Philosophy1172 Words   |  5 PagesDavid Hume, the Scottish philosopher, is recognized for his â€Å"philosophical empiricism and skepticism†. Of course, it is not all that surprising that an educated man, such as David Hume, would attempt to explain the human condition through experience, considering the fact that Hume lived during the Enlightenment period; a period during which science and reason dominated the world of thought. In his autobiography, My Own Life, the Scottish philosopher, takes notice of the fact that even women wereRead MorePersonal Identity : David Hume1133 Words   |  5 Pagesidentity is a concept within philosophy that has persisted throughout its history. In the eighteenth century this problem came to a head. David Hume dedicated a portion of his philosophy in the attempts to finally put what he saw as a fallacious claim concerning the soul to rest. In the skeptical wake of Hume, German idealist, beginning with Immanuel Kant, were left with a variety of epistemic and metaphysical problems, the least of which was personal identity. David Hume was a Scottish empiricistRead MoreThe Dawn Of The Enlightenment By David Hume1740 Words   |  7 Pageswas developed. Prolific Scottish philosopher David Hume, best known for his radical use of skepticism to examine every possible concept in the vast index of Enlightenment values, emerged as a revolutionary departure from the traditional French and English Enlightenment thinkers. Hume was known for applying a brand of skepticism in his consideration of concepts such as reason, human sympathy, and the authority of traditional ideas. While David Hume’s extreme skepticism challenges preconceived notionsRead MoreBerkeleys and Humes Philosophy About God Essay1565 Words   |  7 PagesBerkeleys and Humes Philosophy about God When people think about empiricists, they usually discuss views of great philosophers such as George Berkeley and David Hume. Empiricists believe that all knowledge comes from the senses. Rationalists, on the other hand, believe that we can gain knowledge through the inspection of innate ideas. Although Berkeley and Hume are both empiricists, they still have different opinions about the existence of God. Berkeleys philosophy uses God as the central figureRead MoreThe Spread Of Empiricism By Isaac Newton1067 Words   |  5 Pagescontributed to the birth of empiricism. This was the belief that knowledge acquired through sense experience is the only true meaningful knowledge. This idea began in Britain and spread all the way to Scotland and even Ireland. Philosophers such as David Hume developed radical ideas supporting these beliefs. Descartes theory regarding clockwork universe inspired others to further investigate the countless mysteries in nature. By 1687, Isaac Newton developed his Principia Mathematica, which astoundedRead MoreHumes Ethics1047 Words   |  5 PagesHume’s Ethics Contents 1. Introduction 2. Hume’s ethics as an emotive theory of ethics 3. Conclusion 4. Bibliography David Hume is an outstanding Scottish philosopher of the 18th century whose views has a significant impact on the following generations of thinkers throughout the world. His sceptical arguments concerning induction, causation and especially religion, including his famous thesis that human knowledge arises only from sense experience and not from rational judgments, shaped theRead MoreDavid Hume ´s Philosophy Essay875 Words   |  4 Pages Hume’s Epistemology David Hume was a Scottish philosopher known for his ideas of skepticism and empiricism. Hume strived to better develop John Locke’s idea of empiricism by using a scientific study of our own human nature. We cannot lean on common sense to exemplify human conduct without offering any clarification to the subject. In other words, Hume says that since human beings do, as a matter of fact, live and function in this world, observation of how humans do so is imminent. The primaryRead MoreDavid Hume And Renee Descartes s Theories Of Knowledge And Ideas1356 Words   |  6 PagesPhilosophers David Hume and Renee Descartes have opposing views about the origination of ideas. Hume claims that all ideas are copies of impressions, which come from sensation. Descartes disagrees with this, arguing that in order to obtain knowledge, there must be a rational method for obtaining it, and that the senses are not a reliable source. This essay will present both philosopher’s arguments and c ompare and contrast each perspective regarding matters of knowledge and ideas. I will then argueRead MoreJustification for Kant’s Moral and Ethical Views in A Grounding for the Metaphysics of Morals1639 Words   |  7 PagesIn A Grounding for the Metaphysics of Morals, Immanual Kant, unlike David Hume, aimed to establish an absolute system of morality based upon reason. Kant’s conceptions regarding what is moral and how someone should behave ethically, are often seen as contradictions to those proposed by Hume, who holds an empirical stance. As mentioned, Kant emphasizes the necessity of basing morality on a priori principles; he puts faith in the power of human rationality and believed that reason alone, not feeling

Thursday, December 19, 2019

Movements Throughout History Led by Farmers and the...

The populist movement occurred in the late 19th century, formed from the Grangers movement where its goal was ta movement for people, to change the economic system where it would benefit farmers. The grange movement rapidly declined in the 1870s and was replaced by the farmer alliances. The farmer alliances were more political rather then social. The farmer’s alliance later formed the populist. The populist movement is considered to be an agrarian revolt by farmers and those concerned with agriculture, because in the gilded age many people were moving to rural areas where banks and industrial systems were superior over agriculture. The high tariffs, decentralization of currency, and decreasing crop prices were hurting the farmers.†¦show more content†¦Rather then just farmers and people who and were concerned with agriculture, the progressive movement was much more broad and covered the rights for people that weren’t getting it in the 20th century because of th e rapid growth of banking and industries. Although both movements was based on not being satisfied with the government, the populist were part of the Democratic Party while the progressive was a separated part of the Republican Party and were made up of either party and mostly of the urban middle-class. The progressive movement had all the same initial goals as the populist and was also a rejection of Social Darwinism. It focused on having economic fairness such as having equal rights for groups such as woman, African Americans or child labor. The populist ideals lead to the expanded progressive movement, which becomes more successful and more popular. They aspired for an advanced income tax in which the 16th amendment was made. Next, the 17th allowed direct election of the senators from their states. The 18th amendment was passed which prohibited alcohol. The 19th amendment then later allowed didn’t allow discrimination based on sex when voting, which gave woman a chance to finally vote. Amendments 16-19 are known as the progressive amendments. The government also accepted other populist goals such as regulation of banks and industries, reforms in the civil services, a short 8-hour day for labor class. All these goalsShow MoreRelatedThe Populists and Progressives1137 Words   |  5 Pagesthe Populist Party and Progressive movement wanted to preserve some things, while also addressing the need for reform. Although many of the ideas and goals of these â€Å"Third parties† were initially not legislated and considered far-fetched, many of these ideas later became fundamental laws throughout American history. The Populists and Progressives were both grass roots movements, and addressed the needs of the poor and powerless, for the Populists it was farmers and for the Progressives it was urbanRead MoreReligious Communities and The Consumption of Alcohol1338 Words   |  6 PagesThe legislation surrounding the banning of alcohol in America had intent to boost a moral and righteous America however and was not expected to affect the economy however; the country responded in a polar way; corrupting officials, hurting the economy and American people, and even dividing the country and its politics. The Prohibition was put in place to benefit America; to do away with drunkenness and make America more productive and healthy. Although the intentions of the legislations were goodRead MoreChanges And Continuity Of Contemporary Bolivia1498 Words   |  6 PagesChange and Continuity in Contemporary Bolivia Diversity of Capitalism and Economy, Emergence of Plurinational Self-Government, Patterns of Cultural Change and Continuity, and Consensual Community Organization The events that took place before and after Western involvement have led to modern-day Bolivia and help explain the implications for how Bolivia has changed and stayed the same under the Morales administration, which implemented the new constitution in 2009. After the constitution was ratifiedRead MoreThe Major Events Of The 20Th Century Were Characterized1612 Words   |  7 Pagescharacterized by devastating political experiences of wars and totalitarianisms that were born out of the shifts in philosophical, social, political and economic ideologies and movements across many regions of the world. During this time in history, communism took root in many states where people took control of the economies in order to establish a communist society that was based on a social economic order that was structured upon common ownership of the means of production and elimination of socialRead MoreA Good Idea For The Green Party1245 Words   |  5 Pagesthe movement of plants, animals, and peo ple between distant places. I’m an environmental-friendly person and even support the Green Party, but I completely disagree with this. I realize that this problem exists, but I do not believe that strictly enforcing laws against the movement of live organisms is a good idea. I believe that we should loosely limit and control organisms being moved. In Charles Mann’s book, 1493, he talks about several problems throughout the world including the movement of organismsRead MoreSimilarities And Differences Between The North And The South During Antebellum1120 Words   |  5 PagesDifferences between the North and the South during Antebellum The Antebellum period in the United States history was considered as time between 1820 and 1862. During this period, significant changes took place in terms of political, social and economic effects in America. The United States economy was changed from an underdeveloped country of frontiersmen and farmers into an industrialized economy. The South American depended on agriculture while the Northern part had many industries. The two partsRead MoreThe Progressive Era in America1086 Words   |  4 PagesIn American history, the period between the late 1800s and early 1900s is often called the Progressive Era. This was a time of enormous social, political, and economic change that touched every aspect of American life. The progressivism movement centered on elements of humanity and promoted liberation in order to stimulate human force as well as human potential to remove the restraints of liberalization. By the late nineteenth century, after decades of expansion due to the push westward and yearsRead MoreCanada Essay1725 Words   |  7 Pagestimber preferences led to differing farmer-lumberman economies in St. John and the Ottawa river valleys (Fowke,1942, 82). Such formations shows exactly how different needs lead to different economies for different parts of Canada starting at very early stages of development. Recognizing these differing agricultural and lumber economies is important to the timeline of Canadian history because these differing factors later influenced provincial separation and regional uniqueness throughout Canadian territoriesRead MoreThe History Behind The Wizard Of Oz949 Words   |  4 PagesThe History behind the Wizard of Oz Stories have deeper meaning than what they appear. Life events such as the government, economy, or something happening to an individual can inspire them to express themselves through writing. In the original story of â€Å"The Wizard of Oz†, it tells a tale far more than people realize. The story portrays the government during the time period and hidden symbolism within the story and characters. â€Å"The Wizard of Oz† was written in 1900 by L. Frank Baum. In America,Read MoreWomen During The Civil War997 Words   |  4 PagesMany people believe that women did not play any essential roles in our country’s history until the 1960s. However, this is not the case. Women have played many vital roles in suffrage movements as attempts to shed light upon or cure many of the ills of American society throughout American history. As an example, women fought to change the course and ideologies that were bestowed upon them by the traditional viewpoints of society of the time. The status of women was shifting rapidly in the Progressive

Wednesday, December 11, 2019

Effectiveness of a Cognitive Behavioral Self Management

Question: How Effective the self management manual was in terms of admission/readmission of patients? Answer: Background There are more than 26 million people and families that are living with heart failure across the globe (Bui, Horwich, Fonarow, et al., 2011). The total healthcare expenditure in Latin America, North America, and Western Europe is estimated at 13% with hospitalizations constituting the main driver of the total costs (Ponikowsk, Anker, al Habib,, et al., 2014). For patients to effectively manage heart failure, they need to engage in several self care behaviours such as adhering to medications, symptoms monitoring, seeking medical assistance when needed, managing depression, exercising, and healthy eating and drinking (McMurray, Adamopoulos, Ankeret al., 2012; NIHCE, 2010; Tu, Zeng, Zhong et al., 2014). In addition, patients may need to adapt and abstain from certain behaviours such as restrict their fluid, cholesterol, and sodium intake and cease from smoking. Nurses assist heart failure patients through educating them and their families about lifestyle changes(Muus, Knudson, and Klug, et al., 2010) In this paper, the study by Cockayne, Pattenden, Worthy, Richardson, and Lewin (2014):Nurse facilitated Self-management support for people with heart failure and their family carers (SEMAPHFOR): a randomized controlled trial will be critically analyzed Significance of the Study The study is significant as it illuminates the effectiveness of a cognitive behavioral self management manual that the researchers had interest in and was a newly developed one. The effectiveness was determined by the number of admissions/readmissions(Fonarow , Abraham, and Albert et al., 2008). Research Design Aim The aim was to determine how effective the self management manual was in terms of admission/readmission of patients who were guided by specialist nurses and those who opted to use the manual by themselves (Ditewig, Blok, Havers, et al., 2010) Design A randomized control trial was used. In an RCT, participants are assigned to specific groups referred to as treatment conditions or study arms in a random manner (they have a probability that is equal at being assigned at any one particular group)(Kabisch, Ruckes, and Seibert et al., 2011). Appropriateness RCT was appropriate as it tested between two groups that were using the same self management manual but under different conditions. The first group was assessed by specialist nurses while the second group was self managed. Sampling Participants: The participants included 260 patients who had been diagnosed with symptomatic heart failure defined LVSD by ECHO, coronary angiography, or clinical diagnosis. Inclusion/exclusion Male and female participants aged 18 years with definite symptomatic heart failure diagnosis LVSD were included. The LVSD condition was determined through a coronary angiography or clinical diagnosis. Particiants with a written cognitive deficits case records were excluded and so too were those unable to read English, make their personal care decisions, lived in nursing homes, or had existing concomitant life threatening condition. Why the inclusion/exclusion criteria was important The study involved two groups one of which was required to follow the manual without any nursing assistance. For the participant to adhere to this condition, they needed to be capable of achieving the goal of the study and hence had to know how to read English, be able to make their own personal decisions, and have a level of independence. Sampling Technique: The eligible persons were randomized via a computer using a remote, secure, telephone randomization service. This was done by an independent person who did not have prior knowledge of the participants. The randomization was initially done at 1:1 then later switched to 2:1 in favor of the control group. This was stratified by NYHA and center class in the first randomization but was excluded in the second randomization. Appropriateness This was appropriate as it increased the number of participants and also offered a clearer distinction between the self managed group and the intervention group with regard to possible results of the study Intervention and control groups The patients in the intervention group received a Heart Failure Plan which was a self management program that was nurse facilitated. They also received a DVD, exercises that they did in and around a chair, relaxation tape, regular signs and symptoms monitoring, clinical assessments, blood tests, as well as referrals. The participants received six sessions that were nurse assisted. The control group was also given the manual, the usual monitoring of symptoms and signs, clinical assessments, blood tests, and referrals such as rehabilitation where it could be availed. The group was expected to follow the manual as much as possible without the intervention of nurses. Participant Allocation As this was a Random Controlled Test, the randomization was initially done at 1:1 then later switched to 2:1 in favor of the control group. This was stratified by NYHA and center class in the first randomization but was excluded in the second randomization. The participants had an equal chance of being allocated to either group based on the inclusion criteria Appropriateness This was not appropriate as the participants should have been given equal chances such that the study should have been in two phases. In the first phase, the current allocation would have sufficed. In the second phase, the participants would have switched with those in the control group becoming the intervention group and vice versa. The results from the two phases would have offered a more in-depth analysis and conclusion. Data Collection Independent/dependent variables The primary outcome included hospital admission within a 12 month period after the randomization. The information was collected on months 3, 6, and 12 after patient and nurse randomization. The secondary outcomes included: quality of life in relation to health measured by the Anxiety and Depression Scale (HAD), EQ5D; Minnesota Living with Heart Failure (MLHF), the Hospital, and European heart-failure self-care behavior scale. Data Collection Data was collected over a 12month period at months 3, 6 and 12 with regard to hospital admission after patient and nurse randomization. Checks on achievement of targets were done on the second meeting, and 1, 3 and 6 weeks later. Appropriateness This method of data collection was appropriate as it allowed for regular monitoring and for the creation of interventions that would ensure the patients stayed on track. By collecting the data at the said intervals, the patients' progress was recorded and any issues that arose were addressed promptly. Reliability and Validity Reliability is the variability proportion in a measured score due to a true score variability (Leung, 2015). Validity of a research is categorized as external or internal. External validity involves application of the study to people and situations and considers that the conditions in which the research is done represents time and situations where the results are applicable (Sullivan, 2011). Internal validity addresses study outcome reasons and helps in reducing other unanticipated reasons that would affect the outcome. Internal validity is assessed based on construct, criterion, and content. How reliability and validity have been used Identification of potential participants was done by heart failure nurses, special interest GPs, research consultants and coordinators form heart failure open access diagnostic clinics, medical, and acute wards, following hospital discharge or form General Practitioners registers in 7 centers located in Darlington and Birmingham between 2006-2008. Eligible participants who signed consent forms were randomized by an external person who had no previous knowledge of them. Data Analysis How Data was analyzed Analyses was done using SAS version 9.1. The analysis utilized the 2- sided significance tests at the significance level of 5%. Intention to treat was the basis of analysis for each group. The primary analysis of patient admission/readmission within 12 months and which the nurse recorded was compared between the groups by using a chi-square test. Patient age, NYHA, and center, were adjusted using a logistic regression model. Follow up patients who were lost prior to 12 months were considered as being admitted and also if it had been recorded in an assessment done earlier. Failure to record an admission by the patient or nurse was assumed as being a non-admission. Appropriateness This was appropriate as the occurrence of admissions/readmissions is what was being studied with regard to the two participant groups. Differences in outcomes The study showed no evidence of admission/readmission of participants in the two groups. The results remained the same for adjusted analysis. Secondary outcomes showed no evidence in treatment groups' differences. Significance of the Results The results were not significant. Hospital readmission among the patients that were allocated a nurse was less than those of the self management group. However the difference was too small to be of any significance. Generalization of Results The results can be generalized as the study population was randomly selected and represented a significantly large population area namely: Darlington and Birmingham. Evidence utilization The findings of this study cannot be used in clinical practice. Utilization of the care management program was successful with or without the supervision of a nurse. Hospitals should not invest in assign nurse specialists to monitor care programs that patients can follow with minimal assistance. Re-admission was not reduced to significant numbers to warrant the implementation of the (Kennedy et al., 2013). References Bui AL, Horwich TB, Fonarow GC. (2011). Epidemiology and risk profile of heart failure. Nat Rev Cardiol. 8(1):3041 Cockayne, Pattenden, Worthy, Richardson, and Lewin (2014). Nurse facilitated Self-management support for people with heart failure and their family carers (SEMAPHFOR): a randomized controlled trial. International Journal of Nursing Studies (51)12071213 Ditewig, J.B., Blok, H., Havers, J., et al., 2010. Effectiveness of self-management interventions on mortality, hospital readmissions, chronic heart failure hospitalization rate and quality of life in patients with chronic heart failure: a systematic review. Patient Educ. Couns. 78 (3) 297 315. Fonarow GC, Abraham WT, Albert NM, et al. Factors identified as precipitating hospital admissions for heart failure and clinical outcomes: findings from OPTIMIZE-HF.Arch Intern Med.2008;168:847854 Kabisch, M., Ruckes, C., Seibert-Grafe, M., Blettner, M. (2011). Randomized Controlled Trials: Part 17 of a Series on Evaluation of Scientific Publications.Deutsches rzteblatt International,108(39), 663668. https://doi.org/10.3238/arztebl.2011.0663 Kennedy, A., Bower, P., Reeves, D., et al., 2013. Implementation of self management support for long term conditions in routine primary care settings: cluster randomised controlled trial implementation of self management support for long term conditions in routine primary care settings: cluster randomised controlled trial. BMJ 346, f2882. Leung, L. (2015). Validity, reliability, and generalizability in qualitative research.Journal of Family Medicine and Primary Care,4(3), 324327. https://doi.org/10.4103/2249-4863.161306 McMurray JJ, Adamopoulos S, Anker SD, et al.(2012). ESC Guidelines for the diagnosis and treatment of acute and chronic heart failure 2012: The Task Force for the Diagnosis and Treatment of Acute and Chronic Heart Failure 2012 of the European Society of Cardiology. Developed in collaboration with the Heart Failure Association (HFA) of the ESC. Eur Heart J. 33(14):1787847. Muus KJ, Knudson A, Klug MG, et al. Effect of post-discharge follow-up care on re-admissions among US veterans with congestive heart failure: a rural-urban comparison.Rural Remote Health.2010;10:1447. NIHCE (2010). National Institute for Health and Clinical Excellence. Chronic Heart Failure. Management of chronic heart failure in adults in primary and secondary care. NICE Clinical Guideline CG108 https://www.nice.org.uk/guidance/Cg108 Ponikowski P, Anker SD, al Habib KF, et al. (2014). Heart failure: preventing disease and death worldwide. ESC Heart Failure. 1:425. Sullivan, G. M. (2011). A Primer on the Validity of Assessment Instruments.Journal of Graduate Medical Education,3(2), 119120. https://doi.org/10.4300/JGME-D-11-00075.1 Tu RH, Zeng ZY, Zhong GQ, et al.(2014). Effects of exercise training on depression in patients with heart failure: a systematic review and meta-analysis of randomized controlled trials. Eur J Heart Fail.16(7):74957.

Tuesday, December 3, 2019

Workforce Diversity an Example by

Workforce Diversity Diversity in the workplace involves a complex set of forces which influences the way the organizations operate in the current changing world. A diversified range of trends and issues is usually classified into four aspects which include; people, structure, technology and the environment in which the organization is operating on. People should work together in an organization to achieve their goals and objectives where by a certain structure is followed. Technology is also used to get the job well done; therefore there is interaction between people, structure, technology and the environment in which the organization is working on. Need essay sample on "Workforce Diversity" topic? We will write a custom essay sample specifically for you Proceed People compose the social system of the organization whereby the system consists of individuals and groups. Groups are usually forceful thus bringing by a great change in the organization. Organizations usually exists to serve people not people to serve the organizations therefore people in an organization bring about a diverse range of talents, educational backgrounds and perspectives in what they do. This diverse trends and patterns brought about by people bring challenges in the organization where the managers should be ready and prepared to adapt and work with them. Structure is the formal setup of relationships in the organization which should be practised by managers and employees. Different jobs are usually carried out in an organization to achieve the objectives of the organization and all the parties involved should be related in a structural way so that they can effectively coordinate the activities of the organization. This structural way of relationship creates a simpler form of decision-making, negotiation and cooperation. (Tsui, Egan and. OReilly, 1992) Workforce diversity is largely attributed to the concept of globalization. Globalization can be termed as the interaction of people from dissimilar cultures, social orders, and different backgrounds in carrying out assorted business practices with the intention of achieving their objectives e.g. profitability Globalization therefore has increasingly disregarded national boundaries and many firms have gone international which has also enabled workforce diversity. The authenticity and existence of the concept of globalization can be observed when patterns of diversity in workforce are considered; for example Coca Cola and BAT Companies have always employed staff from different countries apart from those who originate from the host countries where the firms are set up. The existence of integrated financial system has also enabled workforce diversity since employees of various companies can be paid with less difficulty for example the existence of common exchange rate systems. (Chatman, Polzer, Barsade and Neale, 1998) Globalization is also now intensely clear because of the way human resources migrate from one nation to another devoid of much complexity, for instance different states have relaxed their tough itinerant regulations to permit sufficient time for trading practices to be carried out thus the spread of workforce around the globe. Globalization and workforce diversity is heavily influenced by new innovations, enhanced infrastructure. Workers are now taking advantage of such technology thus the need to shift to look for greener pastures which will assist them in developing their careers since many workers like the working in challenging environments. Therefore globalization has resulted to affluence to all firms practicing the concept and the main component to it has been the presence of workforce diversity that posses different kind of skills which if combined together yield great results in terms of production purposes. More specifically development in technology together with communica tion effectiveness and enhanced global relations has contributed immensely to the endorsement of workforce diversity Diversification in structure has come by where the organizations are forced to restructure so as to reduce costs and at the same time remain competitive. Complexity in structure has also occurred where there are mergers, acquisitions and venturing in to new fields. Also companies are moving from traditional structure to team-based structure. Technology affects the way people work and its diversification allows people to do more and better work but it also restricts people in different ways thus it has its own pros and cons. The rapid change in technology for example the widespread use of internet gives firms a great pressure to maintain a great balance between technical and social systems. Organizations operate in different environments which are both internal and external .An organization doesnt exist alone, it is a part of different mergers which include other organizations, government and the society at large. Numerous diversifications in the environment gives new demands to the organization for example people expect an organization to be socially responsible and also create products which satisfy them. The quick globalization of production departments, supply of materials and marketplaces creates a great pressure which brings vibrant groups of people which affects the organizations in turn. (Weaver, 2001) There are different factors which may make an organization diversify its workforce thus effecting its operations. A company may diversify the workforce as a strategy to market it products. With the high rate of globalization the ability of a product to sell well comes from people in all forms of life and for a company to make sure that it products sell well and reach a diversified number of people, it employs people from all walks of life for special purposes. Another factor which may make a company diversify its workforce is that it may be a legal requirement by the state to do so, so that it can maintain its contracts with the government and also to avoid discrimination in employing their workers. Social responsibility can also make an organization diversify it work force so that the less advantaged in the society can benefit from that by giving them freedom to earn their living in different ways which suit themselves. Workforce diversity has its own negative impacts which include reduction of cohesion within the group, for example men working alone give a less turnover as compared to when they are working together with women, and also whites working alone bring lesser returns as compared to them working with blacks. These problems can be solved by making the employees of an organization realize the importance of diversification. It is important for organizations to embrace the workforce diversity because it creates a good environment where everyone feels appreciated and this may motivate the employees to work well and produce good results. (Argyris and Schoen, 1996) Reference Argyris, C. and Schoen, D. (1996): Organizational Learning II: - Theory Method, and Practice. Reading, Addison-Wesley Chatman, J., Polzer, T., Barsade, G. and Neale, M. (1998): Being Different yet Feeling Similar: - The Influence of Demographic Composition and Organizational Culture on Work Processes and Outcomes. Administrative Science Quarterly, Vol. 43 Tsui, A., Egan, D. and. OReilly, A. (1992): Being Different: - Relational Demography and Organizational Attachment. Administrative Science Quarterly, vol. 37 Weaver, V. J. (2001): What These CEOs and Their Companies Know About Diversity. Business Week, Sept 10, 2001, Special Section Workforce Diversity an Example by Workforce Diversity Verizon Wireless recently announced its intentions to establish its international operations particularly in the Asian region and diversify. In this light, the company hired US based marketing experts in response to this goal. The HR department only checked on the marketing skills of the candidates, but not their experiences and capabilities to relate on the various and complicated Asian cultures. Need essay sample on "Workforce Diversity" topic? We will write a custom essay sample specifically for you Proceed The major problem that the company realized later on, however, was that they lacked the workforce diversity to provide them with choices and relevant information regarding their plans to diversify and function in Asia. As most of their employees they hired were based locally, they had no idea on how to relate to Asian cultures and gain the trust of their potential clients there. The most obvious consequence resulting from the lack of knowledge of the employees of Verizon Wireless was the emergence of quarreling and bickering among their workers as they discussed their expansion plans. Quarreling and bickering scenarios were the most typical forms of misunderstandings that can be seen in among the employees of Verizon as they tackled and discussed about their plans to expand in Asia. Quarreling can be seen among workers in various job positions while bickering can be seen among workers of the same job positions. Truly, the lack of workforce diversity wreaked havoc and became disadvant ageous to Verizon. Another dilemma that Verizon faced concerning this topic was the lack of information that their workers possessed for the appreciation of Asian races and ethnicity. The lack of information regarding Asian races and ethnicities then established a selfish perspective regarding the people of the Asian minority. Sad to say, instead of making initiatives of understanding the Asian races, ethnicities and lovable aspects of the minority communities, the marketing people of Verizon chose to behave inappropriately as an obvious sign of ignorance for these people. For instance, the HR department in Verizon believed that the existence of other cultures in their working environment would illicit bad impacts which could hinder their proper functioning; this was their guideline for the hiring process which eventually proved to be a failure. As a result of this incompetence by the workforce of Verizon Wireless, various Asian expansion deals fell through. This resulted in significant financial losses for the company and dented their reputation as a powerful telecommunications company. The company also fired people who were incompetent on their fields and planned to change their HR policies. Workforce Diversity as the Answer In the case of Verizons planned expansion to Asia, workforce diversity definitely would have helped them secure those Asian deals. Despite the various dilemmas concerning workforce diversity, research studies prove that this is an essential factor of an excellent firm as well as gives positive points. What Verizon should have done was to hire an extremely diverse workforce with regards to Asian race and ethnicity which could have been very helpful as it would have given them a greater roster of highly qualified individuals that would have helped them in their Asian expansion plans. This could have also improved the chances of the company to recruit workers that are capable enough for particular organizational deficits and necessities. In this case, workforce diversity could have supported Verizon in providing a variety of helpful concepts that are critical in making informed choices. Therefore workforce diversity would have widened the companys views and improved its choices for esta blishing Asian expansion deals. Arredondo (1996) identified that the quality of choices is hugely enhanced because of workforce diversity. For organizations like Verizon who wish to function internationally, workforce diversity is an essential element. In the issue of marketability of Verizon, the objectives can be achieved if varied workers will do the marketing initiatives to other Asian societies. Moreover, using varied workers to manage some of the marketing endeavors in the company can aid in the establishment of correct global initiatives. More often than not, diversity in the workforce can aid Verizon in managing the problems of international functions (Rasmussen, 1995). The responsibility of workforce diversity should be emphasized not only due to its advantageous impacts but also due to the fact that it is a valid approach. The variance of cultures is another essential element that could have resulted to workforce diversity advantages for Verizon. In accordance to past studies, this typical phenomenon can be linked to the issue that other people have the possibilities to treat their colleagues in fair manners as opposed to individuals whom they cannot relate with culturally. This phenomenon is a result of numerous elements, including advances to interaction that cause understanding. In the situation of Verizon, the individual marketing capabilities of the marketing people they hired were given too much emphasis, but not on their experiences in working with other cultures. REFERENCES Arredondo, P, 1996. Successful Diversity Management Initiatives: A Blueprint for Planning and Implementation. Sage Publications, Inc Chemers, M, 1995. Diversity in Organizations: New Perspectives for a Changing Workplace. Sage Publications, Inc Morrison, A, 1996. The New Leaders: Leadership Diversity in America. Jossey-Bass; Reprint edition

Wednesday, November 27, 2019

Federalist Essays - United States, The Federalist Papers

Federalist The Constitution came out to a world full of criticism. To put to sleep many of the objections that the critics had to the Constitution a number of those in favor of it such as Hamilton, Madison and John Jay wrote the Federalist. While there were many arguments for the Constitution, there were two that played a major part in American life. The first major argument was that the powers of the government came directly or indirectly from the common people. The second argument stated that to keep the government in check there is a series of checks and balances that will not let one branch of government gain too much control. Hamilton, Madison, and Jay put forth many of the arguments in support of the Constitution, but these two stood out more than the rest. In more depth, the first argument states that the government is directly related to the common people. The powers of the government come from ordinary powers or the common people and these ordinary powers have the ability to make changes in the government. The Constitution was designed in a manner as to protect the people of the nation both at the time the Constitution was produced and up to a time that the government might be destroyed. The protection of the people and their ordinary powers is achieved by allowing the citizens under the constitution to alter the government that the Constitution set up. The House of Representatives for example derives its powers from the people of America - the House is set up in such a manner that the people of America have a direct part in the government. The involvement of the people in government was a crucial argument in support of the Constitution, for it stated that the government would for the most part move in a direction derived by the popu lous of America. The second argument put forth by Hamilton, Madison and Jay was that the Constitution set up a form of checks and balances to protect the people from the government. Under the Constitution, three major branches were created the legislative, the executive, and the judicial branch. The legislature creates laws, the executive executes the laws and the judicial branch interprets the laws. With each branch having different powers no one branch can be tainted and then abuse its governmental powers. The statement of the checks and balances answered the concern that the government would become too powerful. With checks and balances, the government can only become as powerful as the people will allow. This fundamental plan also creates safeguards against the event of a president becoming a dictator. The argument about the system of checks and balances proves to be a system designed to protect the people of America from the government. These arguments provide for the security of the government and the people under the Constitution. Hamilton, Madison and Jay under the Federalist were showing that the government is run for the people and that they are directly involved in the governmental process. They also answered the concern that the government may become too large as restriction occurs through the system of checks and balances. The idea of the Federalist pamphlet was to put to rest many of the Anti-federalist concerns with the Constitution. The two major arguments made showed that the Constitution was in support of the masses of America. A republican form of government uses representatives to represent the people of America in the government. The argument against a republican form of government stands on one key principle that the people of America are not capable of being run directly or indirectly by the common people. A firm believer in the Constitution and the form of government it creates, Hamilton would be for a republican form of government. James Madison who is often called the father of the Constitution counters the argument against the republican form of government. The argument against a republican form of government hit a major cord with many of the prominent citizens. Many were afraid to leave the government in the hands of people that they saw as uneducated. The idea that spread was that the average person was not qualified to vote. At the time the

Saturday, November 23, 2019

The President Makes Grammatical Errors Too! Tenet vs. Tenant and Obamas Tucson Speech

The President Makes Grammatical Errors Too! Tenet vs. Tenant and Obamas Tucson Speech I got an email from my friend Seth Nowak on January 13, 2011 reporting, â€Å"Obama said ‘tenent’ in his speech last night.   One term president.† The speech to which Seth was referring is the moving, poignant speech Obama delivered following the shooting rampage in Tucson.   Obviously Seth was joking to me, The Essay Expert, that a small error like mixing up â€Å"tenet† with â€Å"tenant† would affect (not effect) Obama’s approval rating. Just a few days before, I had corrected Seth when he said â€Å"tenent† (or â€Å"tenant† he was speaking not writing, so I can’t be sure) when he meant â€Å"tenet.†Ã‚   Thus he could not help but notice Obama’s slip of tongue. To clarify, â€Å"tenet† means â€Å"any opinion, principle, doctrine, dogma, etc., esp. one held as true by members of a profession, group, or movement.† A tenant, on the other hand, is a person, a group of persons, or an entity occupying a space, usually a rental space (my definition). â€Å"Tenent† is not a word in modern English, though in the interests of full disclosure, it is listed on dictionary.com as â€Å"Obs.† (Obsolete).   It does not appear anywhere in the dictionary on my shelf, Webster’s Ninth New Collegiate Dictionary (copyright 1987, the year I headed to college – and if that’s not obsolete, I don’t know what is). Obama’s spoken sentence was as follows: â€Å"They were fulfilling a central tenant[sic] of the democracy envisioned by our founders.† The transcriber was kind to our President.   The text â€Å"tenant[sic]† does not appear in the transcription; instead, the official version in The New York Times reads, â€Å"They were fulfilling a central tenet.† The day before Obama’s speech, I had put â€Å"tenant/tenet† on my list of Top 10 Grammatical Errors of 2011 (scheduled for publication in December 2011).   Why?   Because inside of one week in January, not including Obama’s speech, I heard â€Å"tenant† used incorrectly twice: once by Seth as reported above, and once in a draft of a law school application essay.   I won’t quote that essay here for reasons of confidentiality, but here’s an example of a sentence in a draft law school application essay I received a year ago: â€Å"The general tenants of my thesis was that developing a national childcare system would contribute to the economy and better the lives of all Canadians.† This sentence has two problems:   First, she meant â€Å"tenet†; and second, even if â€Å"tenants† were correct, the verb â€Å"was† is singular whereas â€Å"tenants† is plural.   This client was not accepted into any Canadian law schools, despite the fact that her errors were corrected.   She did get accepted in England. The moral of the story:   If you want to get into law school, or be elected for a second term, get straight about the difference between â€Å"tenet† and â€Å"tenant.†Ã‚   I understand that â€Å"n† sound just wants to come out somehow, but try to keep it in check. So what do you think?   One term or two?   Perhaps that’s really the important question here.

Thursday, November 21, 2019

Harvard Business Review Article Essay Example | Topics and Well Written Essays - 2500 words

Harvard Business Review Article - Essay Example Following seven key lessons will emphasize on the significant aspects of effective strategic leadership as learnt and comprehended by a student. Key Lesson 1: Maintaining Effective Communication Communication of the organization's purpose is one of the most vital aspects to be considered. A corporate organization's purpose of being is what it stands for and gives an overview of the main aims it wants to achieve. So, it is essential for effective strategic leadership of a corporate organization to state clearly its mission and vision. This can be explained lucidly by the mission statement of Google, which is to organize all the information in the world in a systematic manner so that it can be accessed and utilized universally. Moreover, the brand name of a company should be a direct reflection of its core values, so that the customers would be aware of the services being provided and being attracted to avail them at the same time. Richard Reed, Co-founder of Innocent, did an exceptional job at coming up with the brand name. Innocent; which is one of the most recognized and acclaimed brand in the UK, produces healthy fruit juices and food items only. The company's name, Innoce nt goes hand in hand with the word natural, which depicts the very nature of innocent products. Key Lesson 2: Sustaining Competitive Market Advantage Another important lesson is to sustain competitive advantage in the market over the passage of time. Skimming, price war, and predatory pricing etc. are some of the marketing techniques which could be utilized by the company to sustain the advantage or to drive their competitors out of the market completely. If this upper-hand advantage is not achieved and sustained, a company could face serious consequences, which reflect adversely on its strategic leadership policies. The downfall of PepsiCo is one of the examples of this scenario as Indra Nooyi, the current chairman and CEO of PepsiCo, is facing a loss of market shares and decreasing stock values due to failure at sustaining competitive advantage with rival beverage company Coca Cola. In an announcement made in February, 2012, it was revealed that due to its financial concerns, PepsiCo is cutting down 8,700 employees. The company is starting new lines of diet soda and sugar free products to increase the customer interest but this strategy has not been very successful due to the launch of similar product lines from rival companies. PepsiCo is trying to devise new product lines in order to obtain competitive market advantage so that it can be successful in the market again. Indra Noooyi is also feared to be terminated from her current position of the CEO of the company if the financial position of the company does not stabilize. Key Lesson 3: Effective Change Management Faslane Naval Base was run entirely by the Ministry of Defence of UK and the Royal Navy up until 2002. Afterwards, a contract was signed with Babcock Marine to reduce the cost and to improve operational efficiency. The staff had to work under a different managing authority with new aims and futuristic goals. John Howie, director of Babcock Marine, set forth the emphasis on delivering services to the Navy, eradicating the previous goals of focusing on building infrastructures. Effective strategic leadership could never be achieved without effic ient and timely change management in the organization. Faslane is an organization where the only assets are the people, so to implement change, the shackles which bound the workers, had to be eliminated. Starting with low level managerial changes, the company moved towards gaining efficiency by re-engineering fundamental processes to

Wednesday, November 20, 2019

Individual Review on poster presentation 1,500 words Essay

Individual Review on poster presentation 1,500 words - Essay Example Volkswagen has a long history in China and plays a vital role in the Chinese automotive industry. In 1985, the Company signed a deal with SAIC that was formed by the merger of several local car manufacturers of China. This was a strategic move in history for the Chinese auto industry as well as Volkswagen. The company, Volkswagen Automotive Company Ltd (SVW) first identified those market segments which can be easily served with the existing product portfolio. Hence, Audi 100 became the Government officials car and Jetta emerged as commonly used taxies. Such strategic monopoly of the company assisted it to acquire a secure market share in China. This was the first phase of market penetration for Volkswagen in China and soon the company started developing strategies to further penetrate the market and expand its market share (Ray, 2003). Volkswagen was the first western auto manufacturer that entered China. The company was smart enough to be used as taxi and government cars which helped it to gain economies of scales. This strategic move also had a marketing aspect. The cars running on the roads of Shanghai acted as company’s showroom and thus more and more people came to know about the brand portfolio of Volkswagen. With time, the taxi fleet in Shanghai underwent an up gradation and each time a new model from Volkswagen’s brand portfolio has replaced the old one. Eventually, the company entered joint venture with local companies to develop a stable and reliable supply chain in the market. However, with increasing market competition from the local as well as international players in the auto industry, market share of Volkswagen started declining in early 2000s and the company went into crisis (EBF, 2007, p.47). With its innovation and creative thinking, the company introduced changes in its products as well as business strategy and reoccupied its lost image and established itself as one of the most popular cars. With time the Chinese auto sector has

Sunday, November 17, 2019

Treasury Yield Curve Research Paper Example | Topics and Well Written Essays - 2000 words

Treasury Yield Curve - Research Paper Example The trailing 12-month U.S. speculative-grade corporate default rate tumbled to 1.7 percent a month ago, the most minimal smallest since March 2008, as per Standard & Poors. The rate, which declined from 2.1 percent in December, will most likely build through the following few months, said Diane Vazza, the leader of S&P's worldwide altered wage research, in an announcement from the credit rating agency why. There were no appraised what does this mean corporate U.S. high-yield defaults in January, making it the sixth month in 14 years without a default. There were 43 U.S. speculative evaluation defaults in the majority of we have full year data 2013 and 47 in 2012, New York-based S&P said.(Summers)you need footnotesThe U.S. default ratio what is the default ratio? declined to 5.2 percent in January from 5.3 percent in the early part of February, over its low since the money related emergency of 5.1 percent in May 2013 what does this mean, S&P said. Distressed bonds are those with yield s no less than 10 rate focuses more than comparable development Treasuries.High-yield, high-risk securities are appraised less than BBB-at S&P and beneath Baa3 by Moody's Investors Service no definitions.Since 2008, the movements of the Federal Reserve have put the U.S. on a way to economic disappointment. To stem the economic slide of the U.S. lodging crumple what is this that initially surfaced in 2005, the Federal Reserve divulged three diverse quantitative maneuvering (QE) exertions.

Friday, November 15, 2019

Motivation Theories: Maslows Hierarchy

Motivation Theories: Maslows Hierarchy It is interesting to learn more about motivation because it has a long way to grow a business. First of all, motivation can be explained in simple terms as desire or willingness to do something; enthusiasm: keep staff up to date and maintain interest and motivation (Oxford dictionaries online, 2012). Motivation can be defined as Motivation is a reflection of the reasons why people do things. All behavior is therefore based on choice-people choose to do things that they do (Richard, 2007, p553). Moreover, Cole states that Motivation is the term used to describe those processes, both instinctive and rational, by which people seek to satisfy the basic drives, perceived needs and personal goals, which trigger human behavior. (Cole, 1995, p119).The motivation is one of the employer needs which encourage him to be more loyal and work with more enthusiasm. Motivation theories Maslows Hierarchy Maslows theory relates motivation to a hierarchy of needs with basic needs at the bottom and higher needs at the top as in Figure 1. The first level is the physiological needs such as food, housing and clothingà ¢Ã¢â€š ¬Ã‚ ¦is it enough to allow you to enjoy life. The second level is safety needs it is needs for stable environment relatively free from threats and it is security that your job is safe and secure that your working condition are safe. The fourth level is love and belonging it is being recognized for doing your job well, for example a feeling of belonging with your colleagues they support you and communicate with you. The fifth level is self-actualisation it is being promoted and more responsibility also given the chance and the scope to develop new ideas. ( Richard,2007,p557, from class) Maslow argued that there was a relationship between the different classes, the needs at the bottom of the hierarchy are basic and they need to be satisfied before a person can move on to the next level. For example an individual has not eaten; he or she feels hungry and as a response he or she eats and diminishes feelings of hunger so he or she cannot work well before this need is satisfied. Maslows theory became an early useful framework for discussions about what people needs may experience ate work also the ways in which their motivation can help them to meet managers. One criticism of this theory is that systematic movement up the hierarchy does not seem to be a consistent form of behaviour for many people. Figure 1: Hierarchy of needs (GOOGLE) Taylors Scientific Taylors motivation theory is created in 1911 and this theory is called a scientific management theory, thats mean a relation between science and management at the organization of work. According to Taylors research motivation thinks that money is the first thing which motivates people to work. But give to the employers some promotion and time to think about them self can help them to improve and work more seriously. Taylor believed that monetary reward was an important motivating factor. This is known as piece work. He lined how much money a person earned to how much the produced in a day. Their output was linked to a piece rate if people worked hard and produced a lot that day they would earn a lot of money, if they didnt work hard and didnt produce much they would not earn a lot of money that day. (From class) There are some problems with Taylors approach. He treats people as machine rather than as humans. He assumes that people are only interested in getting money from work in fact people want other things from work, a service of achievement, friendships with colleagues and work fulfills more than just monetary needs. Elton Mayo Elton Mayo (1880-1949) participated in Human relations Movement. He contributed with the social research performed at the Hawthorne plant of the Western Electric Company in Chicago, USA, between 1927 and 1932, and named the Hawthorne Studies. Elton Mayo is considered as the founder of the human relations movement. He was working on some studies concerning fatigue; accidents and labor turnover at work when he was approached by executives of the Western Electric Company for advice. The studies were conducted over several years in a number of different stages, as follows: first stage (1924-1927). This was carried out by the companys own staff under the direction of Messrs Pennock and Dickson. This stage was performed with respect to the effects of lighting on output. One group, had a consistent level of lighting, the other group had its lighting varied. The experimental group productivity increase even when the lighting was reduced to a low level. Stage two (1927-1929) is to make more d etailed study of the effects of differing physical conditions on productivity. In this research the separated six women working in the relay assembly section from the rest and they give them rest pauses and lunch times different in timing and in length. The result was that their productivity increased in better and worse conditions. The women productivity increased because they were the center of attention.(Cole,2004,p33) Mayo suggested that motivation at work was promoted by such factors as: -a good communication with the employer -a good teamwork which the employer feel relaxed -showing interest in others -ask the other before to make a decision -ensuring the wellbeing of other -ensuring work is interesting and non-repetitive Mayo believe that motivation encourage employer to work more and to choose their position in the work. 1-4 Herzberg Herzberg concentrated on satisfaction and dissatisfaction at work. His theory is sometimes called the two-factor theory which divided into: -Motivators factors or satisfiers for example: work itself, responsibility, achievement. -Hygiene factors or dissatisfies for example salary, company policy, working conditions.(Cole,2004,p37) The factors of motivators are all related to the actual content of the work place and job responsibilities. The hygiene factors are good or adequate will not in themselves make the person satisfied, by ensuring that they are indeed adequate. In other part, where these aspects are bad, extreme dissatisfaction was reported by all respondents. The work of Herzberg has tended to encourage attention to such as factors as: Suitable supervision which encourages the labor force rather than restricts it. Job enlargement programs, job enrichment and job satisfaction which can often be increased through work restructuring. The setting and achieving of targets and objectives. In order to manage the two-factor approach to motivation effectively, attention in the following areas: -A management style, attitude and approach to staff, trust and honesty, limitations or technology concerned in the work itself. -General factors of status, believed in, given opportunities for change and development of the organization. -staff has a good relationship between each other that is facilities the successful of the activities within organization.(Pettinger,2007,p560) David McClelland McClelland (1961) and his colleagues have examined how people think and their work led them to identify three categories of human need which are: Need for affiliation: to develop and maintain interpersonal relationships. Need for achievement : to show successful task results and take personal responsibility Need for power: to be able to influence and control others and to shape events. (Boddy,2002,p399) McClelland secluded need for achievement as a main human motive, and one that is influenced strongly by personality and by environment. Humans with a high need of achievement seem to have characteristics such as: their need for achievement is consistent, they seek tasks in which they can exercise personal responsibility, they prefer tasks which present a challenge without being too difficult and which they see as within their mastery and they want feedback on their results. Also they are less concerned about their social or affiliation needs. McClelland realized that the need for achievement is affected by education, childhood experiences and culture background. Therefore designing helping programmes can help increase the achievement motive in employees at work place. Using motivation theories in business It is important when doing investigative work, especially about motivation, that we remember that the existing theories on human behavior are just that theories. Theories are there to be challenged. Over a period of time, theories come and go. Just because you read one theory does not mean to say it is exactly what happens or that is how humans behave. As time passes and we gain new knowledge, theories may become totally discredited. The identification of the fact that business organisations employ people because of the contribution they make to production. In return for that contribution, people receive money in the form of a wage or salary.The successful of business start from the motivation theory for example if a firm can motive its employees after that it can improve employee morale and increase productivity then the business will be enhance. (bized, 2012). Motivation within the institution is when leaders encourage their subordinates to accomplish their tasks and provide a sui table environment in which they feel able to work. Employees give of themselves to change the work environment, considering each as an employee in order to ensure the proper functioning of the company so that its resources are fully optimized. Ensure that the tasks well paid because employees are a Family Company that is why they are the first team success, in order to generate intense harmony between all members of the institution to create its own culture the company. This allows the institution to stand very well on the socio-economic and financial institution made à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹him guaranteed future periods, since everyone is projected to a plane that is the health of the firm as the short, medium and long term. (Memoire online, 2012) The successful of business start from the motivation theory for example if a firm can motive its employees after that it can improve employee morale and increase productivity then the business will be enhance as in figure2: Figure2 (Madura,2007) A firm may not be able to motivate some employees, regardless of its efforts or the methods used to motivate them. If not form of motivation is effective, the threat of being fired may serve as a last resort to motivate these employees. Firms can enhance job satisfaction and therefore motivate employees by providing: an adequate compensation program, which aligns compensation with performance; job security; employee involvement programs and a flexible work schedule. A firms decisions regarding the motivation concepts summarized here affect its performance, if a firm can motivate its employees, it can improve employee morale and increase productivity. While there are many motivation theories, the proper form of motivation varies with the firms characteristics and may even vary among employees.(Madura,2007) Example of company using a motivation theories Case study: Kelloggs Kelloggs created in 1898 from W.K. Kellogg, and his brother, Dr. John Harvey Kellogg and this company produced the delicious recipe for Kelloggs Corn Flakes. In 2006, The Kellogg Company celebrated its 100-year commitment to nutrition, health and quality. In this time e Kellogg Company is the worlds leading producer of breakfast cereals. Its products are manufactured in 18 countries and sold in more than 180 countries also it has been a leader in health and nutrition. The most important of success the company it return from adapt the motivation theory. Kelloggs culture supports its role as a good employer. Employees are encouraged to speak positively about each other when focusing on their strength. The creating of a great place to work for Kelloggs is supported by the motivation theory. First of all Kelloggs adapt the motivation theory of Maslow by every employee is motivated to work through each of 5 levels and its positive effects for each employee and the company for instance: In physiological needs: Kelloggs offers competitive salaries this helps people to acquire the basic needs for living. Also Kelloggs gives people a childcare vouchers, cash alternatives to company cars and discounted life assurance schemes. These things help workers to be motivated and to be loyal to the company. In safety needs: Kelloggs securities the safety of all employees. The company is responsible to give a safe and healthy work environment to prevent accidents. Kelloggs also offers employees a range of working patterns. For example some may want to work part-time others may want career breaks or undertake homeworking. This will be a variety of options for the employees in a healthy work-life balance. In social needs: Kelloggs operates weekly group huddles. These provide opportunities for employees to receive information on any part of the business, including sales data and company products. Kelloggs positively recognizes and rewards staff achievements. In self-actualization: Kelloggs supplies employees with the possibility to take stimulating responsibilities and on challenging. This is helpful to the employees to develop and improve. For example: Laura Bryant joined Kelloggs in 2002 after fished her university. She joined the Field Sales team initially that help her to visit five to ten supermarkets a day to develop relationships at a local level. After two years she was promoted to Customer Marketing Manager at Head Office. This helped to increase her profile as she wanted to move into marketing. By encouraging from her manager, Laura made the transition from Sales to Marketing as Assistant Brand Manager on Rice Krispies and Frosties. In 2009 she was promoted again to manage the marketing plan for Special K and she is now Brand Manager for Kelloggs Cornflakes. The company has helped motivate her to raise the hierarchy of needs and achieve her career ambitions. In the second part Kelloggs adapt the motivation of Taylor for example many employees are motivated by cash alternatives which include the opportunity to buy and sell their holiday days. Also Taylors theory breaks down jobs into specialist tasks through the division of labor and this is corresponds to large companies like Kelloggs. Also the staffs of the company are encouraged to be creative and use their imagination to contribute towards change. In the third part, Kelloggs apply the motivation theory of Mayo in keeps a two-way dialogue with employees through its communication programs. This is helpful to allow the workforce. Kelloggs has kind of dialogue recording for communication like this one: Here at Kelloggs listening is a central premise of the way we work. We believe that our employees have some of the best ideas and that a successful company is one that listens to the grass roots feedback and acts on it. Any employee can raise an issue or a suggestion via their rep who will raise it at one of their monthly meetings. (Sue Platt, HR Director) The Kelloggs suggestion box scheme helps to improve productivity and making business a great place to work. Also Kelloggs helps to generate ideas and has an initiative called Snap, Crackle and Save an employee suggestion scheme to save costs within the supply chain. For example a lot of ideas have been put forward over the last couple of years. One idea suggested that one thickness of cardboard could be used for packaging in all manufacturing plants in Europe. This saved around  £250,000 per year. Kelloggs helps personal development planning for employees which includes provisions such as study leave as part of staff development. This reinforces staff commitment and their sense of being treated well. In the fourth part, Kelloggs adapt the motivation theory of Herzberg by developed a number of motivating factors. For example this company has a Fit for Life program offering to the employees access to fitness centers, annual fitness assessments by healthcare specialists every spring and free health checks. It also provides a summer hours from May to September so if employees have worked a lot of hours they can adjust their working hours to balance their work against family or lifestyle commitments. This motivation is related to Herzberg because in the workplace he want to give individuals job satisfaction These include, for example, promotion or recognition for effort and performance also the level of responsibility of the job. . Herzberg believed that businesses needed to ensure hygiene factors were minimised in order to enable motivators to have their full effect, because hygiene factors make the employees in the work place feel unhappy. This motivation from Herzberg helps Kellogg s to build a business that delivers consistently strong results. For example: Home working, part-time working, flextime and job sharing. Subsidized access to local facilities or on-site gyms Parental leave, career breaks, time off for depends and paternity and maternity. This an example of employee works with Kelloggs: Claire Duckworth works in the Consumer Insight team at Kelloggs. She takes part in Latin American ballroom dancing competitively with her partner. They are ranked 7th in England in the over-35 category. Flexible working at Kelloggs enables her to travel to events and provides her with the opportunity to pursue her hobby at a serious level. This opportunity to adjust her working life to accommodate her personal ambitions makes Claire feel respected and supported. Also the Kelloggs sales team meets every Friday morning to share success stories of the week. Analyze This case study illustrates the range of different motivation measures in practice at Kelloggs. It demonstrates that highly motivated employees can improve efficiency, output and quality for a business. Kelloggs is able to make work a more profitable and competitive business also more exciting and interesting experience for employees whilst creating a more productive. Conclusion: The importance of Motivation Theory Motivation at work is the taste that the subject has to do, the extent to which it involves, perseverance, continuity of effort he agrees. Motivation resulting from the satisfaction, it is important to specify certain criteria which are:  · The work itself,  · The economic level it provides,  · Relations in which he bathes. Operation depends as much on human motivational balance and satisfaction of the tension on the search for new tensions, thus some form of imbalance, for example, when a project (cognitive or social) is the subject humans often developed another action project, he tries to carry and so on. Arguably enhancing cognitive and social activities is their own creation and not in an external object. Turning your dissertation into a 2:1 Turning your dissertation into a 2:1 Title: Dissertation Copy Writing. How to turn your dissertation from a 2:2 to a 2:1 When you are given your first piece of coursework as an undergraduate, you are also given (or should be) a copy of the marking criteria which will be applied when your work is assessed. Although by the time you reach the point of writing a dissertation you will be approaching the culmination of a course of study, the same basic judgements will be made. Of course, there is always a margin allowed for tutors and lecturers to apply their own judgement, it is never simply a ‘numbers game’, and the dissertation you present will always be marked by more than one person, but basically the same criteria will be applied at whatever level you are working. So, how do you raise your dissertation from the mediocrity which is represented by a 2:2, to the degree of excellence represented by a 2:1? Essentially, the difference in terms of actual marks is often minute: a 2:2 would normally be the result of a mark between 50% and 59%, whereas a 2:1 represents a mark between 60% and 69%. Look at the borders here, not the maximum of each: the difference between a 2:2 and a 2:1 could be as little as 2%. In reality, however, this is rarely the case. Your work will be marked interpretively and therefore in order to be sure of upping that grade, you need a comfortable difference not a borderline one. Approach this logically and you will see that you need to consider how your work can be improved in each of the applicable criteria in order to raise your grade and you should think about this from the outset. Before you begin your dissertation, look carefully at the marking criteria and note where the differences between a 2:2 and a 2:1 lie. You’ll notice that the criteria for either a 2:2 or 2:1, requires the following: Understanding of the question Identifying the major themes The ability to develop a well-structured argument The inclusion of supplementary evidence from primary texts, correctly referenced A strong conclusion A bibliography using the referencing style of your academic institution. Having probably been in academic life for some time before attempting a dissertation you should be thinking ‘this is all pretty standard’ and if you are not, then that 2:1 is just a dream because the way to turn a 2:2 into a 2:1 is down to your ability to recognise just where each of these basic requirements needs to be expanded. In general, the key differences between a 2:2 and a 2:1 exist in the depth of research and the quality of analysis. That being the case you should focus on your level of research and your analytical ability to improve your grade. Also, this ability to research and analyse must be linked seamlessly to your argument. To earn a 2:1 you must make your points cogently and show that you have expanded your reading beyond the merely required towards the comprehensive. A good way of doing this is to look at the bibliographies of a primary text because you will then be using a credible source to develop your research base. From here, you can begin to analyse, i.e. literally take apart and comment critically on the evidence so that it informs your dissertation argument and never at any point appears separate from the central themes. A 2:1 dissertation reflects a much deeper level of thought than a 2:2, which is why it is the minimum requirement of most respected universities in order to carry out post-graduate research. However, even within the 2:1 there are divisions of which you should be aware in order that you are sure of your 2:1, rather than hoping just to scrape through. In other words, you need to be aiming for a mark in the region of 65% to 69%. To achieve this, you need to demonstrate: that you can not only develop an argument but that you have anticipated some of the possible challenges to it that your reading goes beyond the basic in both collation and coherence that your analysis has added to your argument and developed your thinking that you have produced a conclusion that does more than just summarise your argument but also provides a genuine synthesis of wide-ranging yet focussed thought. Remember, that the award of a 2:1 grade reflects on the level of excellence of the academic institution to which you belong as much as you so it will not be given lightly but that, of course, is what makes it worth having, isn’t it? How to turn your dissertation from a 2:1 to a First Class In order to preserve their quality benchmark, most universities strictly limit the number of First Class degrees that they award and this is reflected in the assessment of a First Class dissertation. When you think about it, you wouldn’t really want it any other way because the expansion of the number would devalue the inherent status that achieving a First Class degree carries and the key to this is the ability to research and write a First Class dissertation. For this reason, if for no other, you need to work not only harder to achieve a First Class dissertation grade but also in a very specific way. Let’s examine precisely how by taking the structuring of a First Class dissertation step by step. You will have at your disposal a marking scheme with which by the stage in your academic career when you are required to write a dissertation, you should be very familiar. You need, now, to look at this more closely, even analytically, than you have ever done before, so that you isolate the features which separate the wider excellence of the 2:1 from the specific excellence of the First. Looking closely at the marking levels, you will instantly see that it would be theoretically possible to achieve a First Class dissertation grade by gaining a mark that is anything over 70%. In practice, however, you will more often than not be literally competing for a First against your fellow students because the university might often decide in abstract how many Firsts it ultimately intends to award and your dissertation is a crucial part of this. Therefore, you must ensure that your dissertation stands out from the rest and rather than just edging into the 70s reaches closer to 80%. The basics should not need to be stated if you are aiming at the highest level with your dissertation so let’s take it has read that you will write well, argue coherently, reference appropriately and correctly and provide a convincing conclusion; even to get a 2:2 you would need all of these to be present. Therefore, it is not on that you should focus for a First but on other factors, not called for in the lower levels, even the 2:1: this extra something is rooted in the demonstration of research abilities beyond the obvious and the ability to find the original in the familiar. In other words, a First Class dissertation will display not only wide reading but also an innovative approach to both the interpretation of the research and its application. Your thoughts need to be both critical and original and whilst the first of these may be familiar, the second will be less so because in all probability you will not have been required to display originality until now. Indeed, you m ay have been actively discouraged from allowing your own thoughts to enter into your work, as most academic work encourages you to take an objective view rather than a subjective one. You now need to forget that to some extent and begin to allow your personal perspective to enter your work. Of course, you still need to present a balanced argument, well supported by strong evidence in the form of wide and yet focussed reading, but you must now also add to this the evident ability to detect and develop a nuance so that it becomes a uniquely significant imperative in your work that separates it from the work of others. Above all, to obtain a First Class grade for your dissertation, you need to display a scholarly approach, together with an individualistic but grounded and viable methodology which includes evidence of innovation and independent thinking. This is of course a very difficult task, especially if you are working in a very familiar field. Most of the original lines of approach may appear to have been developed already but this will not be the case. There is not a single topic on which the last word has been said and if you can find and develop an original line of thought which you can support with a strong argument and comprehensive research, then that prized First Class dissertation is within your grasp, all you have to do is go for it! How to turn your dissertation from a First Class to an Upper First Class The one word with which you need to engage in order to achieve an Upper First Class dissertation is originality. Everything else that you need to accomplish should be second nature to you at this level and what you want now is to demonstrate how your thinking will add to the body of thought on the subject. Indeed, the development of a First Class dissertation to an Upper First Class dissertation may be said to rest if not exactly solely then certainly heavily upon this aspect of your work. One of the main reasons for this, is that the vast majority of Upper First Class dissertations are later developed into theses for post graduate research, may indeed already be part of it, and as the excellence of a university’s research, from its staff as well as students, is the way in which it is ultimately judged in the academic world, it is clear that this grade will not be freely awarded. Therefore, if you are hoping to achieve this level, you will need considerable intellectual insigh t combined with an innovative approach. Clearly, the fundamental basis of an Upper First Class dissertation is wide ranging research but you should approach this from the first with an eye to discovering a new approach, something that has not been explored before and that further research will help to develop into a significant contribution to the topic you are studying. This is both challenging and exciting as you have the chance to contribute to a topic for which your attraction has been demonstrated by your having chosen to study it in the first place and reached the level that you have. Also, as has already been mentioned, what you identify as areas of possible future research in this dissertation may well be the basis for further study and you should incorporate this into your dissertation as a fundamental part of its structure throughout, if you are going to achieve an Upper First Class grade, which in most cases will require you to gain over 80% as your final mark. As research is so vital at this level, it is worth taking a little time to explain how you should go about it when preparing your Upper First Class dissertation. As with the research for lower grades, you should, of course, first consult the primary sources. Every field has its experts and in your search for innovation, you should not overlook the established. However, whilst you are assembling evidence from what has been said, the Upper First Class dissertation student will be looking just as vitally for what has been omitted. Ask yourself the following as you read: What is this expert saying? Does this expert cover the topic comprehensively? Are there any areas of particular interest to me which are absent? Can my research develop this further? Has anyone else covered the thinking which I believe to be original? By breaking down your research into this critical approach, you are beginning to work in the way that is needed to obtain an Upper First Class grade for your dissertation. It should also be remarked that the level of fluid and cohesive argument that you will need to produce in order to achieve an Upper First Class grade for your dissertation must be beyond reproach. There must, of course, be no errors in either the presentation or the structure and careful proof-reading is essential. Also, you must in no way sacrifice the logical and reasoned coherence of your argument to the quest for originality. There is little point in exploring a nuance you have discovered if your basic argument is flawed. Therefore, before you expand your writing and research ensure that you have covered the basics of the topic. Remember that ultimately what is required to achieve an Upper First Class grade for your dissertation is innovative thought coupled with a well-argued central discussion. The conclusions you draw are also a fundamental part of an Upper First Class dissertation as is a comprehensive bibliography so don’t leave either your conclusion or your bibliogr aphy until the last minute. Give both the importance they deserve in your dissertation and you will leave your assessor with the desired impression: that they have read an Upper First Class piece of work which is, of course, precisely what you want and which, by following this brief guide, you will have every chance of achieving.

Tuesday, November 12, 2019

Humanistic and Psychodynamic Essay

Abraham Harold Maslow- Humanistic Approach Humanistic is the psychology study of how the human works as a whole. This studies the uniqueness of the person through their behaviour. Rather than just observing the humans behaviour, humanistic psychologists try to study the humans behaviour first person rather than just observing. Meaning they try to understand the situation and the emotional feelings the person is going through for them to have that specific type of behaviour, they try to understand the behaviour of the person by looking at it from their perspective. Humanistic is a way of thinking and is an ability to solve our own personal problems. This meaning to focus on our own perspectives, experiences, thoughts, self-image and feelings to understand an individual. People can be capable of self-development and their own self-improvement. We have our own choices on what we choose to do and how we chose to take out this option. We chose how we want to behave and whether it’s right or wrong i.e. breaking the law. An i ndividual chosen whether they want to break the law, knowing full well of the consequences. This is called free will; we have the right to choose what we want to do and how we want to behave. The court of law follows this principle because you know whether you have done right or wrong and there is no one to blame, except yourself, because you chose to behave that way. Abraham Harold Maslow was the first psychologist to create the ‘human hierarchy of needs’ which explains the different level that an individual has to move from throughout life. This hierarchy changes from one level to another and each level has its own specific needs. Most psychologist before Maslow had been concerned with the abnormal and the ill, he convinced and persuaded people to start acknowledging people’s basic needs before addressing them as having higher needs or being ill. Firstly on Maslow’s hierarchy he started with the basic needs of a person such as food, water, sleep etc. then lead to the physical needs of an individual. The highest needs of an individual are ‘self-actualization’ which is realising who you are as an individual and knowing your own moti vations. Not many people get to the self-actualization for many reasons, being that they didn’t get through the different levels of the hierarchy or because they think that they can skip the rest of the  levels, thinking that they know their own self-fulfilment etc. These hierarchies have five different levels of needs. Maslow’s level of human needs started with physiological which is basic survival, understanding the function of the living organism. Which is what an individual needs, their basic needs i.e. water, sleep, breathing and sex. Then safety which is basic need again and feeling secure. For example, freedom from danger, risks or injuries whether at employment, home or doing everyday activities. Love and belonging is the next need which is the emotional level/need. Meaning to understand what love is and what it feels like to belong, dependent on being part of a family or understanding what it is like to love through friendship or sexual relationships. Esteem is the fo urth need, which is respect and recognition. Understanding what your personal goals are in life and what you can achieve throughout life dependent on yourself respect and respect for one another. The final level is self-actualization which is what makes you who you are as an individual, realise your own potentials in life. Also, realising your own self-fulfilment and person growth from peak experiences. Everyone as an own personal desire to move up the hierarchy table towards self-actualization, although their progress is often disruptive by failing to meet the low level needs. As an example if someone doesn’t show love or feel loved then they won’t be able to succeed through the love and belonging section, if they’re brought up in an abusive home this would affect the low level safety so they would be decreasing in the levels. Only remarkable people are most likely to reach the highest level, self-actualization. Maslow’s theory was the best type of motivation for an individual, he proposed he hierar chy of needs in his paper â€Å"a theory of Human Motivation†. Hans J Eysenck and Otto Gross approach to Psychodynamic Hans is a psychologist famous for his work on intelligence and personality. Eysenck claims that Freudian theories can be falsified, also Gross claims that Freud’s theories are scientific but have been proven wrong so which he say is simply â€Å"bad science†. Psychoanalyst tends to only accept YAVIS patients for treatment, YAVIS means young, attractive, verbal, intelligent and successful. This is because YAVIS patients are more likely to recover rather than mentally unstable patients. When the criticism of frauds approach happened was because Gross and Freud were in a disagreement on the  subjects of repression, sublimation and perversion. The meaning of repression is to control and resist what you would want. Sublimation is doing things in an acceptable and respectful manner and perversion is far from normal for example being abnormal. They disagreed on Freud’s theory because they believe that the patients should be capable of feelings and having their freedom also they shouldn’t be forced to do something that they do not want to do. Both psychologists argued that Freud got too involved and attached with his patients because Freud was there 7 days a week. Sigmund Freud, Psychodynamic Approach to Psychology Freud was the founder of psychodynamic approach to psychology; this is because he created a new approach to understanding how the human works and the human individual personality. Freud’ theory was the conscious and unconscious mind, he believed that behaviour and personality derives from the constant and unique interaction of conflicting psychological forces that operate at three different levels of awareness. The three different levels are conscious mind, preconscious mind and unconscious mind. Conscious mind includes everything that we are aware, every single moment. Preconscious mind represents ordinary memory. Unconscious mind reservoirs our feelings, thoughts, urge and memories that are outside out conscious awareness. The theory of the conscious and unconscious mind is done to show our feelings, motives and decisions which are actually influenced by previous/past experiences, which are stored in the pre-conscious and instincts from the unconscious. Freud later made a structural model of the mind which was called ID, EGO and SUPEREGO. The ID, EGO and SUPEREGO link to the conscious, pre-conscious and unconscious mind. ID is the unconscious, EGO is the conscious and SUPEREGO is the pre-conscious and unconscious mind. Although these are not physical areas within the brain they’re the process of important mental functions. Explanation of each stage is; ID is driven by pleasure principles which strive us for immediate needs and desires, meaning that the person would be wanting things. Although the ID will try to resolve the tension created by pleasure. EGO and SUPEREGO, EGO is something that is developed through ID in the early stages of life, EGO is the component of your personality that deals with reality whereas SUPEREGO is developed a little later as it controls your guilt. For example, if someone wanted a  new pair of shoes ID would kick in because the desire to have them shoes would rise, whereas EGO would have to face reality and realise that you might not have the money to get the shoes then SUPEREGO controls the guilt so then you would start regretting buying the shoes if for instants a family relatives birthday was coming up and now you don’t have the money. EGO works on a reality principle meaning that it wants to please the ID but in a socially and realistic way, which some people deem as unacceptable. The reality principle contemplates the positive and negatives of an action depending on what it decides, it will either act upon the decision or completely abandon it. SUPEREGO is the basic rules and standards for good behaviour. The behaviours included would be those approved by parents and those in authority. The SUPEREGO goal is to improve and civilize our behaviour; it tries to supress all the unacceptable urges that come from the ID. Fraud’ theory claims that the key to a healthy personality is a balance between the ID, EGO and SUPEREGO. Carl Ransom Rogers, Self-Actualization Again, the humanistic approach is how we look at an individual as a whole observing their behaviour and personality. Rogers was a psychotherapist, which is someone who treats people with mental disorders through psychology rather than medical means. After years of work, Rogers compiled the Self-actualization theory which is the realisation of fulfilment of one’s talents and potentials. Rogers says that people have two basic needs which are positive regard and self-worth. Positive regard is a sense of acceptance from other people and self-worth is feeling adequate. Our feelings of self-worth are important both to psychological health and we can achieve goals and ambitions in life to achieve self-actualization. Rogers’s theory is that the individual is responsible for their own happiness and should not look towards others for it. He believed that a person is born with the desire to be and achieve the best they possibly can. Rogers’s overall theory is about feeling good and mentally healthy therefore meaning a person is cable of resolving their own problems without looking towards others. His therapy was ineffective to those who were unconfident, unhappy and had a lack of self-esteem. So he studied on clients opposite to this, clients who were confident, happy and have a high level of self-esteem. His theory was known as ‘Rogerian Counselling’ which was only effective on healthy minded  people which means it did not work on mental and physically damaged clients this only increased emotional problems such as depression, also the theory was more successful on children and young people. The theory key was communication, if the client wasn’t fully communicating with Rogers it would not work, this proved the therapy ineffective to people with phobias. In conclusion Rogers theory of self-actualization teaches people to become self-sufficient upon their own actions rather than seeking it from other people. This proved that people naturally desire to be accepted regardless of what they do, however the majority of people will only accept them dependent on whether or not they want to. Rogers self-actualization tries to help people understand their full potential and what they can achieve, also seek happiness for themselves without looking towards others for it. His theory helps people become more happier about themselves rather than looking for acceptance and happiness from others.